Free Assessment
Is My Employee Quiet Quitting?
A scenario-based assessment that helps you spot the behavioral patterns behind quiet quitting — before your best people silently disengage.
15 questions · About 4 minutes · No email required
What This Assessment Measures
Quiet quitting is not about laziness. It is about an employee who has mentally checked out while still physically showing up. They do exactly what is asked — nothing more, nothing less. They stop volunteering, stop suggesting, stop caring about outcomes beyond their minimum responsibilities. And most managers do not notice until it is too late.
This assessment is built from the manager's perspective. Every question describes a real workplace scenario and asks you to observe — honestly — how your employee has been behaving. Your answers map to five behavioral dimensions: Engagement Drop, Communication Withdrawal, Boundary Rigidity, Emotional Disconnect, and Growth Resistance. Together, they paint a picture of where this person stands.
A high score does not mean your employee is a bad person or a bad worker. It means something has shifted — and as their manager, you are in the best position to understand what happened and whether it can be reversed. Most quiet quitting is a response to the environment, not a character trait. That means most of it is fixable.
This assessment takes about 4 minutes. No email address is required. Your answers are not stored anywhere.
This assessment is a self-reflection tool for managers. It is not a diagnostic instrument, a performance evaluation, or a basis for employment decisions. Use it to inform your conversations, not to replace them. If you have concerns about an employee's performance or wellbeing, address them directly and involve HR where appropriate.
Scores by Dimension
What Your Scores Mean
Your Recommended Reading
Based on your highest-scoring dimensions, these articles will help you most.
What to Do Next
Quiet quitting is almost never about the employee being lazy. It is almost always a signal that something broke — trust, recognition, growth, autonomy, or connection. The good news: you noticed. That puts you ahead of most managers.
Schedule a real 1-on-1
Not a status update — a genuine conversation. Ask open-ended questions. Listen more than you talk. Create space for honesty without judgment.
Look at yourself first
Before assuming the employee has changed, ask: has anything changed on your side? Less recognition? Broken promises? Shifting priorities without explanation? Sometimes the root cause is closer than you think.
Do not label them
Never use the term "quiet quitting" with the employee. It is a diagnostic lens for you, not a label for them. Approach the conversation with curiosity, not accusation.
This assessment is a self-reflection tool for managers. It is not a performance evaluation, a diagnostic instrument, or a substitute for direct conversation with your employee.